Question 1

Sandra works as a manager in the accounting department for a service company. If her company is like most contemporary firms, Sandra will leave almost all aspects of human resource functions to specialists in the human resource department.

Accepted Answer

Human resource management has become so important that it is no longer the responsibility of just one department. Most human resource management functions are now shared by professional human resource managers and the other managers within the organization.

Question 2

The effectiveness of the EEOC has been limited because Congress never gave it any authority to enforce its mandates.

Accepted Answer

The EEOC does have authority to enforce its mandates through legal actions, including filing lawsuits against employers who violate anti-discrimination laws. However, the effectiveness of the EEOC may still be limited due to factors such as inadequate funding, a backlog of cases, and limited resources for outreach and education.

Question 3

In just one year, Cheryl developed gall bladder problems and needed surgery; she became a single parent; she willingly moved her older mom in to live with her in order to avoid placing her in a nursing home; and she unexpectedly tore her rotator cuff playing softball. Generally, these are not considered circumstances that impact job performance because they fall outside of the workplace. HR managers need only be concerned with how Cheryl performs when she is at work.

Accepted Answer

Health issues and social issues affect job performance. HR managers must create strategies for addressing these challenges. HR managers cannot compartmentalize these as issues that fall outside of the work environment, because they directly impact workers' abilities to perform well at work.

Question 4

In their efforts to accommodate disabled workers, most firms experience difficulties with cultural changes, more so than with structural changes.

Accepted Answer

While structural changes like installing ramps or elevators may require physical adjustments, cultural changes such as attitudes and beliefs about disabilities may be harder to shift and may require education and training for all employees.

Question 5

Recent federal law clearly and strongly supports the notion that companies must use strict employment quotas to correct for past discriminatory actions.

Accepted Answer

While affirmative action policies are still in place in certain industries, recent federal law does not mandate the use of strict employment quotas to correct for past discrimination. Instead, employers are encouraged to take proactive steps to promote diversity and inclusion in their hiring practices.

Question 6

Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, or compensation, based on race, religion, creed, sex, or national origin.

Accepted Answer

Title VII of the Civil Rights Act of 1964 does indeed prohibit discrimination based on race, religion, creed, sex, or national origin in hiring, firing, or compensation.

Question 7

When it comes to human resource management issues, the federal government generally has taken a "hands off" approach since the early 1960s.

Accepted Answer

Title VII of the Civil Rights Act of 1964 brought the federal government directly into the operations of human resource management. Additional legislation such as the Equal Employment Opportunity Act of 1972, the Americans with Disabilities Act of 1990, and the Civil Rights Act of 1991 extended the government's influence into human resource management even further.

Question 8

Affirmative action programs are the least controversial method of correcting job inequities created by past discrimination.

Accepted Answer

Affirmative action programs have been highly controversial since their inception. The debate often centers around whether or not such programs constitute reverse discrimination against those who were not historically discriminated against.

Question 9

Congress has given the Equal Employment Opportunity Commission broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities.

Accepted Answer

The EEOC is authorized by Congress to issue guidelines and regulations to enforce federal employment discrimination laws.

Question 10

The concept of "reasonable accommodations" means that all workers should be treated in the same manner.

Accepted Answer

The concept of "reasonable accommodations" means that employers should make adjustments to enable employees with disabilities to perform their job duties, which may differ from the treatment of other employees without disabilities. This is mandated by the Americans with Disabilities Act (ADA).

Question 11

The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from the firms that discriminated against them.

Accepted Answer

The Civil Rights Act of 1991 did in fact give victims of discrimination the right to seek punitive damages from the firms that discriminated against them.

Question 12

One way human resource managers can keep current on human resource legislation and rulings is to read current business literature such as The Wall Street Journal and Bloomberg Business Week.

Accepted Answer

Reading current business literature such as The Wall Street Journal and Bloomberg Business Week can provide valuable information to human resource managers about human resource legislation and rulings.

Question 13

The Americans with Disabilities Act protects qualified persons from discriminatory hiring practices, but does not require employers to provide suitable accommodations in the workplace, or opportunities for promotion. This is left to occupational safety laws.

Accepted Answer

In 1990, the American with Disabilities Act was amended to include provisions for hiring and promoting, and also provisions for adapting the work environment to provide for persons with disabilities.

Question 14

The federal government has minimized its role in human resource management.

Accepted Answer

The federal government has a significant role in human resource management, particularly for its own employees. It sets policies, provides guidance on hiring practices, and oversees employee benefits, among other responsibilities.

Question 15

The Age Discrimination in Employment Act only prevents discrimination against employees who are over the age of 65.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) protects employees who are 40 years of age or older, not just those over the age of 65.

Question 16

Reverse discrimination is the term the EEOC uses to refer to activities designed to "right past wrongs" that resulted from discrimination against women and minorities.

Accepted Answer

Reverse discrimination refers to discrimination against members of a dominant or majority group, often as a result of policies intended to correct previous discrimination against minority or disadvantaged groups. The EEOC focuses on preventing discrimination in the workplace, not endorsing or implementing policies to "right past wrongs" in a way that discriminates against others.

Question 17

The Americans with Disabilities Act protects people who are born with physical disabilities, exclusively, but not those who acquire disabilities later in life.

Accepted Answer

As recently as 2011, the American Disabilities Act has been amended to include protection for persons with epilepsy, autism, and cancer.

Question 18

The Age Discrimination in Employment Act permits age limits in professions where it can be established that ability to perform the job declines significantly with age.

Accepted Answer

The Age Discrimination in Employment Act permits age limits in professions where it can be established that ability to perform the job declines significantly with age. Therefore, the statement is true.

Question 19

Most firms have trouble implementing the structural changes required by the Americans with Disabilities Act.

Accepted Answer

The answer of Most firms have trouble implementing the structural...

Question 20

Jonas was a skilled welder at an auto plant. He lost his job and has been looking for work for several months. Jonas finally accepted a job as an unskilled laborer at a local nursery. Although happy to be back to work, he feels that his new job doesn't use his skills to their full potential. Jonas is an example of an underemployed worker.

Accepted Answer

Underemployed workers have higher-level skills than their current job requires.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees